Researchers have suggested that general self-efficacy (GSE) can substantially contribute to organizational theory, research, and practice. Unfortunately, the limited construct validity work conducted on commonly used GSE measures has highlighted such potential problems as low content multidimensionality. The authors developed a new (NGSE) scale compared its psychometric properties of Sherer et al. General Self-Efficacy Scale (SGSE). Studies in two countries found NGSE higher than SGSE scale....

This study integrates ability, goal setting, self-efficacy, and multiple personality traits into a common framework that explains predicts individual performance. A mediational model was tested using LISREL 8. Ability, learning orientation, locus of control were positively related to whereas performance orientation negatively self-efficacy on an academic task. Self-efficacy need for achievement level, which in combination with ability self-efficacy. In addition showing can influence the...

A model of learning transfer that focused on the active role learner was developed and tested within a complex decision-making task. The study examined how individual differences, strategies, training outcomes influenced to more sample 93 undergraduate students participated in 2-day radar operations study. Hierarchical regression analysis results indicated mastery orientation positively related metacognitive activity learner. Metacognitive significantly knowledge acquisition, skilled...

Several authors (e.g., J.T. Austin & H.J. Klein, 1996; R. Kanfer, 1990b, 1992) have urged researchers to examine comprehensive models of distal individual differences as predictors proximal motivational processes and performance. Two field studies in an academic setting tested a model relationships among trait-like (cognitive ability, general self-efficacy, goal orientation), state-like (state anxiety, task-specific goals), learning Most hypothesized these constructs received support when on...

This study extends previous work reviewing the cohesion-performance relationship by using meta-analytic techniques to assess effects of level analysis and task interdependence on relationship. A total 51 effect sizesfmrom 46 empirical studies were obtainedfor integration. Results suggest that moderate Implications findingsforfuture research group cohesion performance are discussed

Abstract To test whether general self‐efficacy and self‐esteem relate differently to motivational affective constructs, we collected data from samples in academic work settings. Results suggest that is more highly related variables than self‐esteem, whereas self‐efficacy, as hypothesized. Furthermore, results support the notion states differentially mediate relationships of with task performance. These confirm theoretical distinction between failure distinguish them might exact a price terms...

Socially and environmentally responsible organizations must attend to the fit of employees with values organization. Recruiting practices are a key tool for ensuring an organization's culture values. We develop test model process through which recruitment information about social environmental responsibility differentially affect job seeker perceived fit, attraction, pursuit intentions depending on seekers’ desire have significant impact work. Our mediated moderation is tested sample 339...

The authors tested the hypothesis that communication frequency moderates relationship between leader-member exchange (LMX) and job-performance ratings. In a study of 188 private sector workers, they found LMX was more strongly related to ratings among individuals reporting frequent with supervisor than those infrequent communication. At high levels LMX, workers received favorable did contrast, at low less conducted 2nd 153 public provide constructive replication similar results.

The authors examined the effectiveness of error training for trainees with different levels cognitive ability, openness to experience, or conscientiousness. Participants (N = 181) were randomly assigned control, error-encouragement, error-avoidance conditions and trained perform a decision-making simulation. Declarative knowledge, task performance, self-efficacy measured posttraining. Findings suggest is dependent on ability dispositional traits trainees. High more open individuals benefit...

Recruiting influences employees’ motivation, performance, and retention. Because an organization’s talent its capabilities, strategic execution, competitive advantage, recruiting is a foundation of organizational performance. Strategic recruitment refers to practices that are connected across levels analysis aligned with the goals, strategies, context, characteristics organization. It differs from traditional perspectives by explicitly connecting firm strategy context activities within firm....

This study extends previous work reviewing the cohesion-performance relationship by using meta-analytic techniques to assess effects of level analysis and task interdependence on relationship. A totel 51 effect sizes from 46 empirical studies were obtained for integration. Results suggest that moderate Implications findings future research group cohesion performance are discussed.

Organizations often require managers to travel globally fill international roles. Attending fit with an organization's need for mobility and global openness during recruiting could increase the proportion of effective in applicant pool. We use recruitment research theory develop test a conditional process model relationship between messages job seeker perceived fit, attraction, pursuit intentions, depending on seekers’ willingness globally. Recruitment include information about job's...

Abstract This study investigates reactions to personnel selection techniques from the perspectives of working adults in United States and Singapore, provides a comparison two samples. Differences cultural values countries are used generate hypotheses. Working Singapore (N = 158) 108) rated process favourability eleven procedures then indicated bases for their on seven procedural dimensions. Implications international contexts discussed. Keywords: SelectionFairnessHiring

Social exchange theory suggests that team members are willing to share their knowledge with each other due the reciprocity motive stimulated by high-quality relationships leader (LMX). However, relationship may not be this simple. Applying social learning and self-efficacy elements of cognitive theory, we propose higher general more likely teammates when they also enjoy LMX leader. In addition, hypothesize effect is stronger learn how effectively observing or variances in qualities within a...

Advances in employment assessment technology have increasingly enabled employers to recruit from around the world by allowing interviewees respond live or pre-recorded video text prompts via asynchronous recordings. Despite their greater scheduling convenience, virtual interviews decrease applicants' ability engage impression management and relationship building therefore may negatively impact applicant reactions compared synchronous counterparts. Further, national culture has potential...